> So HR and leadership believe that their system “works” but it’s really that their employees are willing to put up with straight up torture. They are deluded i

> So HR and leadership believe that their system “works” but it’s really that their employees are willing to put up with straight up torture. They are deluded into thinking that their metrics and PIP plan work well because their best employees are staying but it’s really just the stock price. I feel like that's my problem as well in the company I work for (a well-known multinational, but not FAANG). I have a good compensation (although nowhere near the levels of FAANGs), yet I feel a little bit burned out. If they didn't pay so well, I would have have left and taken a sabbatical (or two) to recover and rethink my life. And probably I would even return - and it might be more productive for all of us in the end. But I don't want to leave the golden cage because of the money, so I trudge along. It's weird how it is a perverse incentive. (And I wonder that it seems to be even worse for my coworkers who moved from another country here, and have now family dependent on this particular job.) I think we are conditioned to take the money, instead of quality of life, because we worry about the modern neoliberal precarity, uncertainty about the future. Mark Blyth theorizes that the precarity might be bigger issue for most people than social inequality.